Every year, technology seems to play an even larger role in the process of recruitment. The constant growth and spread of social media tools has done nothing but add to technology’s hold on the process. As more and more tools are introduced for recruitment purposes, how do you know which ones will work best for your company?

Develop a plan, then do your research. As you grow and technologies change, planning and the proper research are the first steps to figuring if a specific tool is truly a great fit for your company. Research each technology that you think would help to achieve your company’s goals. There are plenty of options out in cyberspace that you can try, many for free.

For instance, we offer Apply, a free recruiting tool for start ups. This service allows you to place a customized Apply widget under each job description. Apply has several options that help the applicant, but it’s a huge time saver for employers because it passes the screening process to your applicants, ensuring you receive more relevant candidate information.

As an employer, once you have fully explored your options, you will have a better sense of what to look for in a recruiting tool.

After you have identified the technologies, trial and error is the logical next step. The best way to see how new tools are going to benefit your business is to start using them! Don’t be afraid to explore brand new options. The more you familiarize yourself with these new recruitment technologies, the easier it will be to understand how to best utilize them for success.

Recruitment technology is constantly adjusting to the market. The sooner your company can develop a recruitment technology plan of action, the sooner you can make use of it. Hopefully, with these tools, you can stay on top of the game — and find your next rock star employee.

Has your company started using new technologies to recruit talent? Which are your favorite and why?

An employer’s applicant tracking system is put in place to screen resumes; the applicant tracking system decides whether the resume will make it another step to the review desk. This can be difficult to understand if you aren’t getting interviews; however, no need to fret. Semantic Intelligence™ is a technology that powers an extensive reference database that exists to help you, the job seeker, create a resume that makes it out of the system.

The database of word associations, powered by Semantic Intelligence™, focuses on the meaning of texts and keywords. Businesses widely use similar databases for business practices. Resunate looked into how we could use semantic technology to aid the job seeker and we came up with a system that provides unparalleled insight into how employers process resumes.

Essentially, Semantic Intelligence™ works like a reverse-engineered applicant tracking systems to help you navigate your way through the resume screening process. Using this system allows you to put in your prospective job’s description and have it instantly compared with your resume’s information. This technology can help you better understand if you are a fit for the position, further allowing you to get a grasp on the type of jobs in which you should be applying.

The bottom line – this service allows you to focus your resume on the positions in which the likelihood of your information making it to the level of employer consideration is increased.

How has Semantic Intelligence worked for you?

Professional branding tool

Using a customized resume will help you build your professional brand. Showing them you have the capacity to understand what they are looking for will demonstrate your professional status. This can help you build a reputation with the company before even speaking with someone.

Help you stand out from the competition

A customized resume sent to the employer that specifically meets their needs is more likely to land you the interview. If you can highlight upfront why you are a great fit for the company, the more likely you are to succeed. Not only does this help get you noticed by both an employer’s ATS and recruiters, but makes you stand out from the crowd of general resumes.

Employers want them

Employers are bombarded with non-relevant resumes on a consistent basis. They want to get resumes from candidates that meet their needs and fill the position as soon as possible. Take the extra time to send them a customized resume.

Resume customization is a major component of getting your foot in the door for your future career. Take the extra time to customize your resume — and see it work for you, not against you.

How have you been customizing your resume?

Implement an applicant tracking system

Applicant tracking systems can act as a first line of defense for screening resumes. An ATS will use the keywords and phrases chosen by HR and administration to screen the resumes that you receive to target the best-fit candidates for a position. An ATS will help cut down on the time taken to review every resume that comes in, which will help save your HR and administration time.

Customize the way you receive resumes

Choosing a set template for received resumes will help in the daunting task of screening resumes after they are pre-screened by your ATS. These resumes that make it through the ATS in the same format will cut time for HR and administration when choosing the correct candidates for interviews. This will help eliminate excess time spent going back and forth from resume to resume, looking for where certain information is placed. It will also help your team focus in on skills objectively, without allowing resume layout or design come in the way.

Draft ads with candidates in mind

Construct an ad that targets the ideal candidate you are looking for to fill the position and include specifics about the company along with position responsibilities. You might also consider describing the qualities you’re looking for in an ideal candidate, such as “self-starter” or “entrepreneurial spirit.” This cuts down on time that HR and administration spends looking at resumes that aren’t relevant. Again, saving them time and money that can be spent to fill another open position.

Use tests and assessments when necessary

Some positions do require testing to be done to see if the candidate has the skills that you need — but does every position require a test or assessment? Look at the positions you require these for; is there a way to cut out some of these to ease the load for HR and administration? The less results these folks have to look at, the more time they have to interview and recruit new candidates for other positions.

You will always need your HR and administration to help recruit talent for your company. Finding ways you can cut out extra time and cost to eliminate all the middleman activity will benefit you in the long run.

How has your company improved on ways that your HR and administration work?

We’ve compiled an infographic about five resume mistakes you’re making — including failing to highlight accomplishments and focusing on length — and provided tips on how to avoid them. And we’re offering it to you as a free download, as long as you share with your friends!

Simply click below:

In these tough economic times, it’s hard to think about companies being desperate to hire people, but it turns out there are big hiring gaps in the US. In an interview with Kristin Kelley, VP of Marketing for Randstad US, the world’s second largest staffing firm, she explained how they had thousands of unfilled openings in a number of sectors and careers in the US. Not to sit around and complain, Randstad has responded to this shortage with an innovative competition to help spur on the nation’s college bound to seriously consider degrees in medical and technology related professions.

Randstad’s competition is a website called: www.inspiringexperts.com

It is video based (You Tube-like) where people can post a 2-minute video of themselves; and the site visitors get to vote on the most inspiring video. The person whose video has garnered the most votes wins a $10,000 scholarship or $5000 cash! Not bad for 2 minutes of work.

This gets better.  There are really two contests.

1. The first contest is for launched professionals who are out there in the work world doing great things that will help inspire our youth to pursue education to also do some of these great things. Professionals in industries like IT and finance are impacting the work by developing tablet products, more efficient airplanes and new accounting procedures that are “moving their companies forward,” said Kristin Kelley. She goes on to say “there are career success stories being made every day that are amazing and inspiring. We want to get these stories exposed, because they can help motivate the next generation of professionals that we desperately need.”

For the professional, the cash award is split with half going to a named charity of their choice and the other half to them personally as well as an iPad2.

2. The second contest is for those students in college who are telling the story of their inspired direction and what they hope to accomplish. All of this is aimed at high school students to see what’s possible for them.

The winner will receive a $10,000 scholarship, plus an iPad2!

The submission process has already started and will end December 16, with voting continuing until January 1.

To the casual observer of this contest, it just looks like a contest with a prize; but it should be pointed out the other, more subtle opportunity this presents to anyone considering entry – Exposure.

Take advantage of this internet age we live in. When you are on the internet and doing great things that people love to hear about, you will get found by recruiters and hiring managers. If you’re a student, it doesn’t get any better than to start developing relationships with companies now. It will solidify your direction and potentially turn into situations to obtain work experience.  Who knows what could come with this level of professional exposure.

Minimally, we hope that the hiring gap gets filled soon. “Our young graduates in recent years have had higher than the national average unemployment.” says Kelly. If they understand where the demand for hiring is, we may be able to reverse the current mismatch.

For more career tips and advice claim your Free Instant Access to the Career Makeover Newsletter AND eWorkbook “Should I Stay or Should I Go” – both dedicated to Your career success, when you visit:  http://CareerMakeoverToolKitShouldIstayorShouldIGo.com/

In today’s job market, every company has access to an unlimited number of resources to recruit candidates. Many companies are using job boards, social media, college career centers, local postings and more, in order to find talent.

With all organizations using very similar methods to recruit talent in today’s job market, what can you do to stand out while recruiting? Have you considered offering incentives during the hiring process? Incentives are a great way to customize your recruitment process. Consider using one of these options below.

Internal incentives: Referral Program

Use the resources that you already have access to: your employees. Offering an internal referral program will give your company access to a list of talent. Employees want to help their friends and other business contacts succeed, but typically don’t suggest someone who wouldn’t be a good fit for the job. So, in addition to people just wanting to help people, adding an incentive, such as a referral bonus, can help your company learn about qualified candidates.

Signing bonus

Not all companies can afford to give a signing bonus, but using one for a position that’s difficult to fill or keep filled is a good option. Consider carefully if the position can easily be filled without one or if adding a signing bonus could help.

Relocation or virtual office

Offering new employees a relocation option can help bring in talent. In the current job market, many candidates are hesitant to look outside of the area they are already living in. An incentive to help them relocate or stay where they love gives your company access to talent that perhaps normally wouldn’t apply for the position.

Training programs

Offer current and future employees ways to continue to develop professionally. Employees want to be able to grow and develop their skills within their organization. Offering them access to professional development, training and industry events will keep employees happy and make your company more attractive to future candidates.

Mentors

Offer new employees a mentor to help them grow and succeed in the organization. Joining a company is an exciting and scary event for a new employee. Giving them access to someone they can turn to, helps them learn the organization and be successful sooner in order to benefit your company.

As recruiting talent is getting more difficult, developing your recruitment plan and looking at other options can help stand out above your competition.

Has your company considered using incentives during your recruitment process?

So, how do you stay ahead of other agencies when it comes to recruiting top talent? Develop a plan. Having a well thought out plan of how to target your ideal candidates can be your ticket to success.

Are you going to use job boards, networking, college career centers, social media, advertising or any other endless options that are available to recruit for your company? Job seekers are turning to emerging technologies to find careers, so including the following tools in your plan is a great way to start finding talent:

Facebook

Although Facebook isn’t a new technology, it is a technology that is constantly evolving with its capabilities. Many Facebook users are starting to realize the importance of looking at company pages in order to follow their activity and discover a way to get into the company. Having a well-built, functioning page for your followers will help attract talent to your company.

Twitter

Twitter offers a lot of different options for companies. The best one it offers is a chance to connect to talent personally. There are numerous chats available for companies to use to find talent for a position that they have open. Employers can also interact directly with people who are interested in their company from their account, which can provide access to a talent pool to pick from without realizing it.

Foursquare

Foursquare is a tool that is used primarily for checking into places, but they also offer great tools for businesses to use to interact with consumers. These pages allow consumers to see things through the eyes of your company. As Foursquare grows in popularity, users are also connecting with businesses and products that they are interested in to see what they are doing – again, allowing companies to showcase more of what they are about than a standard website. From direct links to your career site to information about career paths within your organization — the more information you give a job seeker on your company, the more likely they are to be interested in working for you.

QR codes

QR codes are growing in popularity and have exploded in use over the past year. They are another great way to quickly give potential hires a way to link to your career site without needing to remember a web address. With almost everyone having access to a mobile phone to scan QR codes, try one of the many free QR code generators online to add a QR code on the back of your business card where potential hires can quickly scan it before your card is left in the trash.

Staying ahead of the curve while recruiting for top talent can be a difficult task for companies to achieve. Don’t get lost amongst your competitors. Try using one or more of the above technologies next time you are looking for new talent.

How does your company use technology to recruit top talent?

Here are a few ways to stand out as a top candidate in your field:

Start with your career center.

Oftentimes, even as an alum, business school career centers are an open resource dedicated to help you succeed in every part of the job search. Check out what services they can offer you, and utilize these as they are uniquely tailored to your focus, as opposed to the campus-wide career center.

It’s also not uncommon for career counselors at your career center to be former corporate employees with excellent knowledge on different companies and industries (from consulting to CPG marketing). Ask them for insight on cultural fit apart from just landing the job. Most career counselors also have graduate assistants to help them coordinate employer events. Volunteer to take advantage of the opportunity to interact more with employers and be more remembered among your classmates.

Find a mentor.

Mentors can help you succeed by offering you advice and helping you along your path when looking for a career. They also may be able to lead you to a career through their connections. Many seasoned professionals love the recognition of getting to act as a mentor and impart their knowledge on others they see passionate about their field.

Learn to communicate.

Get involved in areas of your university that will allow you to communicate with as many different people as possible. Knowing how to properly communicate amongst groups of people is a crucial skill in today’s job market. This is a major skill that employers are looking for and can help you get plugged into entrepreneurial and corporate opportunities outside your business school.

Be a leader.

Go beyond the classroom and get involved with groups. Show potential employers that you have more to showcase than just great grades. Let them know that you have the ability to be a leader among your peers and are capable of being a great leader. Most MBA grads have fond memories of group activities and often reach back to these organizations to co-sponsor events to recruit talent. It’s a great way to hear about the needs of the company and get on the ground floor of planning an event that could lead to an interview with your dream employer.

Even though you might have your resume in order and great grades, don’t forget about the other things that can help you succeed in your career. Remember that employers are looking for well-rounded candidates, so get out there and see what you can do to make you stand out above the rest.

What are you going to do to stand out and get involved?

1. Read the job description: The key to clearly understanding what the employer is looking for is understanding the job description. Be sure to read everything and make sure you fully understand what the job description is asking for.

2. Use the same language: After reading the job description, identify the key skills that the employer is using in the job description and how they describe those skills. Discuss your qualifications into your resume using the same or related keywords to help get your resume noticed by both human eye and machine scanners like applicant tracking systems.

3. No objective statement: This can be debated — some people will say that an objective or personal statement is necessary, others don’t agree. We don’t think you need one. It takes up space to add an objective or personal statement. Use this space to add a skills section or an honors section to enhance your resume. The best way to label this is as a Summary statement where the objective used to be.

4. Aid your resume with a cover letter: Although this step does not involve directly editing your resume, a well-crafted cover letter can enhance your resume and can sometimes even be your ticket to getting the job once your resume is singled out for an interview.

As a job seeker, the more customized resume that you can send to the employer for the position, the more successful you’re going to be. So, take the time, do your homework and send the hiring manager what they want: a customized resume.

Has customizing your resume helped you land an interview?